Succession development

Purpose of this session

1.  You know what succession development is and how to implement it on the local level

2.  You understood how to prepare the EB successors for the following term and you have worked out a concrete action plan

Session Flow

1. Succession development 2. Talent identification and preparation 3. Potencial quick test 4.  Action steps and timelines

Finding and preparing your successor is your duty from your first day in the job.

Why succession development?

Experiences will develop

your members –

not plans

Have a clear expection

setting about work

and time

Keep it simple but

take it serious!

Continuity of LC

performance and your area

   

Lead yourself #  1  

    Lead others #  2  

   

Manage a function #  3  

    Lead a local committee #  4  

   

Manage groups

#  5  

    Manage an area #  6  

AIESEC career path

Every position has a different job profile

ü  Leadership Style ü Organisational understanding ü  Management competence ü  Result-orientation ü  People-orientation ü Customer centricity ü  Set of skills

Of course people can

develop these skills – but what

if these are developed

already?

Talent identification

•  Identifying the right people for the right positions is not always easy

•  Giving honest feedback is your responsibility as a teamleader

•  Tools will help you to estimate the potential of your possible successor better

- Potenzial Quick Test -

How does your succession development look

like?

Get a piece of paper and write down all skills that you learned / expect your successor to learn / are

simply required for the job?

- 10 Minutes -

Draw a timeline with activities which you can handover so that your successor will develop these

skills beforehand.

- 10 minutes -

What are the lessons learned from your side which you defintly want to tell your successor?

- 10 minutes -

What happens if...?

•  There is no one applying? •  Nobody is suitable for the position? •  I don‘t like my successor?

What is next?

•  If not yet done so, meet with your EB and repeat the session.

•  In the end you should have: §  a clear timeline §  A set of skills which are required for the positions §  A talent pool in the LC to fill vacant positions §  Set the right expectations for your successors